9. Job Satisfaction & Organizational Commitment

By Emily GungPSY 5800, Dr. MerwinApril 20, 2005

“Philosophy is a study that lets us be unhappy more intelligently.”

Feelings

Job SatisfactionAttitude about the job reflecting the like/dislike for it and various facets.

Facets:

Pay, Promotion, Fringe Benefits, Supervision, Co-workers, Job Conditions, Nature of the Work Itself, Communication, & Security.

Overall SatisfactionHow Many People Like Their Job Overall?

Mean levels of U.S. Satisfaction Job Satisfaction Survey

Global Satisfaction

Global Satisfaction by Facet

Facet Dominican Republic

Hong Kong

Jamaica Singapore US

Pay 17.2 15.0 5.8 14.0 11.8

Supervision 20.0 16.0 17.5 13.4 18.6

Fringe Benefits 16.8 14.4 6.1 14.2 14.3

Coworkers 20.0 15.6 17.0 13.4 17.9

Work Itself 22.2 14.9 18.3 17.1 18.9

Total 160.9 133.3 110.0 134.7 133.4

Ethical Climate inEthical Climate inthe Organizationthe Organization

Ethical Climate inEthical Climate inthe Organizationthe Organization

Values, Motivations, Values, Motivations, & Behaviors of & Behaviors of

LeadersLeaders

Values, Motivations, & BehaviorValues, Motivations, & Behavior

Dominant Work Values in Today’s WorkforceDominant Work Values in Today’s Workforce

Hofstede’s Framework for Assessing CulturesHofstede’s Framework for Assessing Cultures

Collectivism

A tight social framework in which people expect others in groups of which they are a part to look after them and protect them.

Individualism

The degree to which people prefer to act as individuals rather than a member of groups.

Masculinity

The degree to which organizations focus on achievement and job performance, and whose values are characterized by assertiveness, materialism and competition.

Femininity

A nurturing social framework in which people value personal goals such as getting along and having a nice & friendly atmosphere.

Hofstede’s Framework for Assessing CulturesHofstede’s Framework for Assessing Cultures

Hofstede’s Framework for Assessing CulturesHofstede’s Framework for Assessing Cultures

Power Distance

The extent to which a society accepts that power and status differences in institutions and organizations is distributed unequally.

High distance: extremely unequal distribution Low distance: relatively equal distribution

Hofstede’s Framework for Assessing CulturesHofstede’s Framework for Assessing Cultures

Uncertainty Avoidance

The extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them.

• Individual / Collectivism

• Masculinity

• Uncertainty Avoidance

• Power Distance

• Gender Differentiation

• Assertiveness

• Future Orientation

• In-group collectivism

• Performance orientation

• Humane orientation

• Individual / Collectivism

• Masculinity

• Uncertainty Avoidance

• Power Distance

• Gender Differentiation

• Assertiveness

• Future Orientation

• In-group collectivism

• Performance orientation

• Humane orientation

The GLOBE Framework

for Assessing

Cultures

The GLOBE Framework

for Assessing

Cultures

Assessment of Job SatisfactionAssessment of Job Satisfaction

JDI vs. MSQJDI vs. MSQ

Causes of Job SatisfactionCauses of Job Satisfaction

Personality (e.g., Positive

Affect trait)

Environment (eg. obj. characteristics

of job)

Subjective interpretation of job environment

Job Satisfaction

Environment: Job Characteristics TheoryEnvironment: Job Characteristics Theory

Family Values

Value Similarity

Work Values

Value Congruenc

e

Work/Family Conflict

Value Attainment

Job and Life

Satisfaction

General Life Values

Environment: Work – Family ConflictEnvironment: Work – Family Conflict

GNS ModerationGNS Moderation

Personality: The Big 5 Traits Personality: The Big 5 Traits

Flexibility

MENTOR INNOVATOR

•Living with change•Creative thinking•Managing change

FACILITATOR BROKER

MONITOR PRODUCER

COORDINATOR

DIRECTOR

•Understanding yourself and others•Interpersonal communication•Developing subordinates

ExternalInternal

•Receiving and organizing info•Evaluating routine info•Responding to routine info

•Planning•Organizing•Controlling

•Team building•Participative decision making•Conflict management

•Personal productivity and motivation•Motivating others•Time and stress management

•Taking initiative•Goal setting•Delegating effectively

Control

•Building and maintaining a power base•Negotiating agreement and commitment•Negotiating and selling ideas

Personality: Locus of ControlPersonality: Locus of Control

Personality: AgePersonality: Age

Personality: Cultural & Ethnic DifferencesPersonality: Cultural & Ethnic Differences

What kinds of workers What kinds of workers tend to be more satisfied?tend to be more satisfied?

Ice Breaker

1. List top 5 Job Satisfiers2. Circle the top 3 & Eliminate the least 2 priorities3. Prioritize the top 34. Eliminate the “Important” priority5. Eliminate the “Very Important” priority6. Eliminate the “Critically Important” priority

Would you quit?Would you quit?

Potential EffectsPotential Effects

Potential Effects: TurnoverPotential Effects: Turnover

Activity Cost

Newspaper ads $8,000

Search firm fees $10,000

Interview costs $4,000

Managerial time $4,000

Work put on hold $2,000

Overload on team $4,000

Training for new employee

$6,000

Potential Effects: Turnover con’tPotential Effects: Turnover con’t

Activity Cost

Lost contracts, customers, and or accounts

$8,000

Lowered office morale

$2,000

Loss of other employees

$3,000

Signing bonus & other perks

$6,000

Relocation expense $7,000

The Final Tab $64,000

Organizational CommitmentOrganizational Commitment

•Job Conditions

•Met Expectations

•Benefits Accrued

•Job Availability

•Job Security

•Personal Mobility

•Personal Values

•Felt Obligations

Today’s WorkplaceToday’s Workplace